SISTEM INSENTIF PEGAWAI NON DOSEN DI LINGKUNGAN KANTOR PUSAT UNIVERSITAS GADJAH MADA YOGYAKARTA

Deny Cahyaningsih, S.T.P, Dr. Wahyudi Kumorotomo, MPP.

2011 | Tesis | S2 Magister Adm. Publik

Sistem insentif yang dianggap tidak adil atau tidak berbasis merit system menurut persepsi pegawai akan dapat menimbulkan ketidakpuasan pegawai dalam bekerja, karena setiap pegawai akan selalu membandingkan antara rasio hasil dengan input dirinya terhadap rasio hasil dengan input orang lain. Agar pemberian insentif dapat efektif dan efisien mencapai tujuan yang dikehendaki, yaitu memberikan motivasi, kepuasan kerja dan kinerja para pegawai, maka pemberian insentif bagi pegawai non produksi, seperti pegawai di lingkungan kantor pusat Universitas Gadjah Mada perlu mengacu pada sistem insentif yang baik. Berkaitan dengan hal ini, maka penelitian ini mengkaji bagaimanakah persepsi pegawai di lingkungan kantor pusat Universitas Gadjah Mada terhadap sistem insentif, sudahkah memenuhi tingkat kepuasan pegawai dan sesuai dengan konteks merit system? Tujuan penelitian ini untuk mengetahui persepsi pegawai di lingkungan kantor pusat Universitas Gadjah Mada tentang tingkat kepuasan pegawai dan kesesuaian dengan konteks merit system terhadap sistem insentif non dosen di lingkungan kantor pusat Universitas Gadjah Mada. Kepuasan pegawai terhadap sistem insentif adalah keadaan emosional atau sikap puas atau tidak puas pegawai terhadap sistem insentif yang diberikan oleh organisasi di mana ia bekerja. Tingkat kepuasan pegawai terhadap sistem sistem insentif bersifat pribadi dan setiap pegawai memiliki tingkat kepuasan yang berbedabeda. Merit system merupakan manajemen pemberian insentif kepada pegawai yang didasarkan pada prestasi (merit) yaitu segenap perilaku pegawai dalam wujud nyata secara baik atau buruk, akan berpengaruh langsung kepada naik atau turunnya penghasilan dan atau karir pegawai. Fokus penelitian dilakukan di lingkungan Kantor Pusat Universitas Gadjah Mada, dan subjek penelitian adalah pegawai non dosen baik PNS maupun tenaga honorer yang tersebar di berbagai unit kerja. Jumlah sampel penelitian adalah 120 pegawai atau 15% dari jumlah pegawai yang ada. Metode pengumpulan data menggunakan: kuesioner, wawancara, dan dokumentasi. Untuk menjamin keabsahan data digunakan uji validitas dan reliabilitas item, dan trianggulasi data. Teknik analisis data penelitian menggunakan deskriptif kualitatif. Hasil penelitian menyimpulkan bahwa sistem insentif yang diberlakukan di lingkungan Kantor Pusat UGM belum memuaskan para pegawai non dosen karena pemberian insentif kehadiran dan insentif golongan/ruang belum mendasarkan pada kinerja (merit system), sehingga belum efektif untuk meningkatkan motivasi kerja pegawai, agar lebih berprestasi atau meningkatkan kinerjanya. Pemberian insentif kehadiran dan insentif golongan atau ruang di lingkungan kantor pusat UGM belum berbasis kinerja atau merit system, karena: (a) insentif kehadiran hanya didasarkan pada ketepatan waktu kehadiran dan waktu kepulangan pegawai, bukan kinerja pegawai; (b) insentif golongan atau ruang sifatnya hanya melekat pada jabatan pegawai tanpa mempertimbangkan kinerjanya.

Incentive system that are considered unfair or not based on merit system according to the perception of employees will be able to create the dissatisfaction of employees in work activities, because every employees will always compare between the ratio of result with the input of themselves against the ratio of result with the input of another people. So that incentive can be effectively and efficiently achieve the desired goal, such as providing motivation, job satisfaction and performance of employees, the provision of incentive for non-production employees, including the staff of head office in the Gadjah Mada University need to refer to a good incentive system. In this regard, the study examines how is the perception of the staff in the head office of the Gadjah Mada University about the incentive system, does it fulfill the level of satisfaction of the staffs and in accordance with the context of the merit system? The purpose of this study is to reveal the perception the staff in the head office of the Gadjah Mada University about the level of employee satisfaction and compliance with merit system context towards non-lecturer incentive system within the head office of Gadjah Mada University. The satisfaction of employees towards incentive system is an emotional circumstance or an attitude showing whether they are satisfied or not satisfied with the incentive system provided by the organization where they work. The satisfaction level of the employee to the incentive system is a personal thing and each of the employees have their own level of satisfaction. Merit system is a management of incentives allocation to the employees based on performance (merit) which is a set of all employees behaviour in the real form whether is good or bad, will impact directly to the fluctuation of income or career of the employees. The focus of the study conducted at the environment of Gadjah Mada University’s head Office, with subjects of the research including the non-lecturer employees both civil servant and honorary employees which spread across various unit divisions. The sample of the study are 120 employees or 15% of the number of existing employees. The method of collecting data used in this thesis: questionnaires, interviews, and documentation. To ensure the validity of the data, item validity and reliability, and triangulation of data are also used. The techniques of data analysis were used in this thesis is descriptive qualitative. The study concluded that the incentive system in the head office of the Gadjah Mada University environment has not been satisfactory for non-lecturer employees due to the allocation of presence incentive and rank/grade incentive has not been based on performance (merit system), so it has not been working effectively to improve employees motivation, to be more accomplished or improve their performances. Allocation of presence incentive and rank/grade incentive in the head office of the Gadjah Mada University environment has not been based on merit system performance, because: (a) the presence incentive only based on the workhour of the employee, in other words the timeliness of their attendance and homecoming of the employees, not their performances, (b) the rank/grade incentive is just attached to the position of the employees without considering their performance.

Kata Kunci : sistem insentif, kepuasan pegawai, merit system.